The applicant was engaged as an engineer on board the vessel M/Y Wheels, registered in Valletta, Malta. On the 30th of October, 2013 the applicant resigned from his position and proceeded to submit an application with the Industrial Tribunal alleging that this resignation was the result of a ‘constructive dismissal’ and that he should consequently be compensated.
Raycine Cassar claims that the termination of her employment was unfair and not based on a valid reason. On the 23rd July 2012 Cassar was handed a written warning because of her negative approach especially with respect to her line manager and also due to the fact that when she was asked to follow the appropriate dress code she showed that she did not care to do so.
In Veronique Amato Gauci Vs EMD Advisory Services Limited, dated the 20th February 2014, Amato Gauci claimed that the termination of her employment was unfair and not based on a valid reason.
Decision number 2257 of the Industrial Tribunal, in the names of Dr Victor Zammit vs Euris Consult Limited, highlighted how important it is to follow disciplinary procedures when such procedures have been established.
Temptation to waste company time not only comes in the guise of attractive colleagues – there is a world of distractions coming into the office via the internet that as an employer, you might not even be aware of.
Most employers’ and senior managers’ time is taken up with deciding on the best way forward for their businesses during the coming period. They generally do this either formally or informally, with reference to an overall strategy or plan. What successful businesses do not do however, is to respond only to external influences.
We are at a fairly advanced stage with our health and safety management system. We have a policy to provide a management framework and a set of objectives that we have set ourselves. We have an organisation with staff aware of their roles and responsibilities, and competent to deliver what is required of them.
When is an audit really an inspection? Do we really understand these terms? Both audits and inspections are proactive methods of monitoring health and safety performance.
You’ve developed a policy setting out our aims in health and safety, and organised staff so that these aims and objectives can be delivered. The next step is to plan exactly what has to be done and begin to put our plans into practice.
Well thought-out policies provide the foundation upon which to build a business. Any organisation that sets out without clear ideas about what its central objectives are and how it intends to conduct its affairs is destined to fail.